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Restaurant training shouldn’t leave managers repeating the same reminders every shift. If the standard only holds when you’re standing there, look at what’s missing between the training and the floor. There are three connected pieces. Training gives people clarity. Show your team what good performance looks like. Demonstrate it,...

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Preston Lee

138,500 subscribers

11,200 просмотров • 25 дней назад •via TikTok

ОбразованиеЕда#restauranttraining#restaurantsystems#teamaccountability#restaurantleadership#hospitalitytraining
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Restaurant leadership starts before your first instruction of the shift. Before you ask something of each team member, do something to help them. Refill what they’re running low on. Cover them for a five-minute break. Ask, “What can I do for you?” Then follow through. Make that a daily practice. Your mood, your words, and your actions help set the tone. Even when you’re having a rough day, your team needs you to show up ready to support them. Then coach. Give someone one clear way to improve. Demonstrate it. Give them a measure they can work toward. Follow up. Before you decide someone is a C player, make sure they understand the expectation and have been shown how to meet it. “I can’t” and “I won’t” require different responses. A skill gap gives you something to teach. Refusing to make the effort calls for accountability. Hospitality leaders need to provide support, set clear expectations, and pay attention to what people do with both. Show your team the effort you’re asking them to give. #RestaurantLeadership #HospitalityLeadership #RestaurantManagement #TeamDevelopment #LeadershipTraining
0:52

Restaurant leadership starts before your first instruction of the shift. Before you ask something of each team member, do something to help them. Refill what they’re running low on. Cover them for a five-minute break. Ask, “What can I do for you?” Then follow through. Make that a daily practice. Your mood, your words, and your actions help set the tone. Even when you’re having a rough day, your team needs you to show up ready to support them. Then coach. Give someone one clear way to improve. Demonstrate it. Give them a measure they can work toward. Follow up. Before you decide someone is a C player, make sure they understand the expectation and have been shown how to meet it. “I can’t” and “I won’t” require different responses. A skill gap gives you something to teach. Refusing to make the effort calls for accountability. Hospitality leaders need to provide support, set clear expectations, and pay attention to what people do with both. Show your team the effort you’re asking them to give. #RestaurantLeadership #HospitalityLeadership #RestaurantManagement #TeamDevelopment #LeadershipTraining

Preston Lee

103,500 просмотров • 1 месяц назад

I asked the managers why the floor was so thin. They said corporate wants eleven percent labor. So I asked the only question that matters. Do they want eleven percent labor, or do they want the restaurant to be busy? Because you have to pick one. You can absolutely hit eleven percent. You hit it when your sales are already up here. Not when they are falling. That is the problem nobody in that building was naming. Labor is high, so cut labor. That is the reflex. The other move is to say labor is high because sales are down, so what happened to the sales? What did we do six months ago? What did we do over the last twelve months that let the sales slide? What are we doing to stop the bleeding and push them back up? Nobody asked that. They just cut. And the guest pays for it. I sat in that dining room and I would not have come back. The food was not good enough to carry a thin floor. Here is the line I keep repeating. Labor is a symptom. The problem is somewhere else. And they are treating the symptom while the problem keeps growing. Yes, be fiscally responsible. You have to be. But be realistic about what result you want out of what you are putting in. Restaurant leadership is refusing to let a percentage make a decision that belongs to a person. Restaurant training systems are what let a smaller team actually hold the standard, instead of just being fewer. Hospitality training is the first thing to die on an understaffed floor. Your restaurant culture tells your managers whether they are allowed to push back. Cut deep enough and you trade guest experience for a number, then lose both. Thin floors also cost you people. Nobody stays on a station that is impossible to work, and that turnover costs more than the hours you saved. Every restaurant owner should ask which one they are actually buying. #hospitalitytraining #restaurantleadership #restaurantsystems #restaurantowner
1:24

I asked the managers why the floor was so thin. They said corporate wants eleven percent labor. So I asked the only question that matters. Do they want eleven percent labor, or do they want the restaurant to be busy? Because you have to pick one. You can absolutely hit eleven percent. You hit it when your sales are already up here. Not when they are falling. That is the problem nobody in that building was naming. Labor is high, so cut labor. That is the reflex. The other move is to say labor is high because sales are down, so what happened to the sales? What did we do six months ago? What did we do over the last twelve months that let the sales slide? What are we doing to stop the bleeding and push them back up? Nobody asked that. They just cut. And the guest pays for it. I sat in that dining room and I would not have come back. The food was not good enough to carry a thin floor. Here is the line I keep repeating. Labor is a symptom. The problem is somewhere else. And they are treating the symptom while the problem keeps growing. Yes, be fiscally responsible. You have to be. But be realistic about what result you want out of what you are putting in. Restaurant leadership is refusing to let a percentage make a decision that belongs to a person. Restaurant training systems are what let a smaller team actually hold the standard, instead of just being fewer. Hospitality training is the first thing to die on an understaffed floor. Your restaurant culture tells your managers whether they are allowed to push back. Cut deep enough and you trade guest experience for a number, then lose both. Thin floors also cost you people. Nobody stays on a station that is impossible to work, and that turnover costs more than the hours you saved. Every restaurant owner should ask which one they are actually buying. #hospitalitytraining #restaurantleadership #restaurantsystems #restaurantowner

Preston Lee

196,900 просмотров • 8 дней назад

Hospitality training for restaurant managers starts with this truth. Real hospitality has no conditions. It’s not tied to the check size, the tip amount, or how easy the table is. It’s about giving your best because it’s who you are, not because of what you get back. When your team serves from that place, guests feel it. The energy shifts. The experience lasts. Because hospitality isn’t a transaction. It’s an invitation. And the moment you expect something in return, you lose what made it special in the first place. #hospitality #serviceindustry #trainingtips
0:34

Hospitality training for restaurant managers starts with this truth. Real hospitality has no conditions. It’s not tied to the check size, the tip amount, or how easy the table is. It’s about giving your best because it’s who you are, not because of what you get back. When your team serves from that place, guests feel it. The energy shifts. The experience lasts. Because hospitality isn’t a transaction. It’s an invitation. And the moment you expect something in return, you lose what made it special in the first place. #hospitality #serviceindustry #trainingtips

Preston Lee

35,900 просмотров • 1 год назад

"Part of being a real grown up in life is telling people when what they’re doing isn’t good enough." Real leadership is telling the truth before the scoreboard does. Athletes and coaches who care don’t let bad habits slide. They confront them, correct them, and protect the standard the team says it wants.
0:42

"Part of being a real grown up in life is telling people when what they’re doing isn’t good enough." Real leadership is telling the truth before the scoreboard does. Athletes and coaches who care don’t let bad habits slide. They confront them, correct them, and protect the standard the team says it wants.

The Winning Difference

17,379 просмотров • 6 месяцев назад

#creatorsearchinsights #managementandleadership If you have someone on your team who’s negative all the time, do this one thing before the rest of your team gets fed up. I’m Dedra. I help crazy smart leaders elevate the way they lead. If that sounds like your thing, follow me and check out the link in my bio. You know the person. They complain about the workload. They complain about decisions. They complain about their coworkers. And it’s gotten to the point where people don’t want to work with them. Maybe you’ve told yourself, “That’s just how they are.” Or you’ve avoided addressing it because they’re good at their job. But being good at the work doesn’t excuse behavior that makes it harder for everyone else to do theirs. And the longer you let it continue, the more your team sees that this behavior is acceptable. It’s time to have a direct conversation. Pull them aside and say: “I need to talk with you about how you’re showing up with the team. I’ve noticed a pattern of complaints and negative comments. For example, [share a specific example]. It’s affecting how people work together, and it needs to change. “I want to hear your concerns, and we can talk through them. But repeatedly complaining to your coworkers without bringing the issue forward or working toward a solution isn’t acceptable. Going forward, I need you to bring concerns to me directly and engage respectfully with the team.” Then ask what’s behind the behavior, listen, and set a time to follow up. You can support someone and hold them accountable at the same time.
1:27

#creatorsearchinsights #managementandleadership If you have someone on your team who’s negative all the time, do this one thing before the rest of your team gets fed up. I’m Dedra. I help crazy smart leaders elevate the way they lead. If that sounds like your thing, follow me and check out the link in my bio. You know the person. They complain about the workload. They complain about decisions. They complain about their coworkers. And it’s gotten to the point where people don’t want to work with them. Maybe you’ve told yourself, “That’s just how they are.” Or you’ve avoided addressing it because they’re good at their job. But being good at the work doesn’t excuse behavior that makes it harder for everyone else to do theirs. And the longer you let it continue, the more your team sees that this behavior is acceptable. It’s time to have a direct conversation. Pull them aside and say: “I need to talk with you about how you’re showing up with the team. I’ve noticed a pattern of complaints and negative comments. For example, [share a specific example]. It’s affecting how people work together, and it needs to change. “I want to hear your concerns, and we can talk through them. But repeatedly complaining to your coworkers without bringing the issue forward or working toward a solution isn’t acceptable. Going forward, I need you to bring concerns to me directly and engage respectfully with the team.” Then ask what’s behind the behavior, listen, and set a time to follow up. You can support someone and hold them accountable at the same time.

Leadership Real Talk

36,800 просмотров • 15 дней назад

If you contextualise a verse of Quran to a situation in your life, It opens up to you like never before. The text alone does not engage with you the way It does if read it in a context. It really feels like The Almighty is talking to you and showing the way. So, what is the next verse that I am asking here and how do you read the verse in your current situation. What does it tell you?
3:30

If you contextualise a verse of Quran to a situation in your life, It opens up to you like never before. The text alone does not engage with you the way It does if read it in a context. It really feels like The Almighty is talking to you and showing the way. So, what is the next verse that I am asking here and how do you read the verse in your current situation. What does it tell you?

Aga Syed Ruhullah Mehdi

65,230 просмотров • 2 месяцев назад

Blood pressure meds are a really bad idea… If your body is increasing the flow of blood, it does so for a reason. Blocking it off by way of blood pressure meds merely opens the door to a plethora of new health problems. Becoming your own health authority starts with trusting your body to do what needs to be done, and not getting in the way of it. And when your body needs your help, the goal isn't to fight it. Instead, it’s to give it what it needs to do what it was designed to do. That's what I cover in my FREE masterclass, "How to Stay Out of the Emergency Department." You'll learn practical ways to prepare for common health situations, understand your body's responses, and build confidence in your decisions when the clock is ticking. Visit:
2:02

Blood pressure meds are a really bad idea… If your body is increasing the flow of blood, it does so for a reason. Blocking it off by way of blood pressure meds merely opens the door to a plethora of new health problems. Becoming your own health authority starts with trusting your body to do what needs to be done, and not getting in the way of it. And when your body needs your help, the goal isn't to fight it. Instead, it’s to give it what it needs to do what it was designed to do. That's what I cover in my FREE masterclass, "How to Stay Out of the Emergency Department." You'll learn practical ways to prepare for common health situations, understand your body's responses, and build confidence in your decisions when the clock is ticking. Visit:

Andrew Kaufman MD

16,351 просмотров • 4 месяцев назад

Ever work at a company that launched new software platforms and systems without even a thought around the execution, process or training? They simple throw it out there and expect the employees to get on board and figure it out. There is lots of frustration and confusion created and many employees struggle as they try to piece together what the company should have figured out before introducing the new software. Look familiar? #corporatelife #workhumor #workproblems #officelife #corporate
0:45

Ever work at a company that launched new software platforms and systems without even a thought around the execution, process or training? They simple throw it out there and expect the employees to get on board and figure it out. There is lots of frustration and confusion created and many employees struggle as they try to piece together what the company should have figured out before introducing the new software. Look familiar? #corporatelife #workhumor #workproblems #officelife #corporate

Corporate Dropout

322,700 просмотров • 2 месяцев назад

The 4 levels of using AI at work How to use AI at work: there are four levels, and most people never leave level one. Chat. You paste something into ChatGPT or Claude, it answers, you copy it back out. Useful, but you're the delivery guy carrying every answer between your apps by hand. Context. Give it your price list, your process docs and ten emails you wrote so it learns how you sound. Same AI, completely different answers, because now it answers like it works at your company. Connected tools. Out of the box, AI can't open your CRM or read your spreadsheet. Almost every app has a door for other software called an API, and MCP is a standard plug that lets AI walk through those doors. Once it's connected, it sees your contacts, your sheets and your email, and it acts: update, send, create. Updating 2,000 customer records from last month's invoices is two weeks of somebody's life. Connected AI does it in minutes. Run it on ten records first, check them, then let it do the rest. Automations. Level three still needs you to ask. Level four starts on its own: a new lead comes in, an invoice lands, Monday at 8am. A tool like n8n moves the data between your apps, and the AI in the middle does the thinking: reads the email, picks the category, writes the reply. Your business keeps running while you sleep. The whole ladder: chat, context, connected tools, automations. On level three you talk and it does the work. On level four you don't even have to talk. If you want to climb all four, from your first chat to your first AI automation, I built seven courses for exactly that, in order, inside my community. If you're interested, the link is in my profile. #aiautomation #aiemployee #aiagents #claudecode
2:12

The 4 levels of using AI at work How to use AI at work: there are four levels, and most people never leave level one. Chat. You paste something into ChatGPT or Claude, it answers, you copy it back out. Useful, but you're the delivery guy carrying every answer between your apps by hand. Context. Give it your price list, your process docs and ten emails you wrote so it learns how you sound. Same AI, completely different answers, because now it answers like it works at your company. Connected tools. Out of the box, AI can't open your CRM or read your spreadsheet. Almost every app has a door for other software called an API, and MCP is a standard plug that lets AI walk through those doors. Once it's connected, it sees your contacts, your sheets and your email, and it acts: update, send, create. Updating 2,000 customer records from last month's invoices is two weeks of somebody's life. Connected AI does it in minutes. Run it on ten records first, check them, then let it do the rest. Automations. Level three still needs you to ask. Level four starts on its own: a new lead comes in, an invoice lands, Monday at 8am. A tool like n8n moves the data between your apps, and the AI in the middle does the thinking: reads the email, picks the category, writes the reply. Your business keeps running while you sleep. The whole ladder: chat, context, connected tools, automations. On level three you talk and it does the work. On level four you don't even have to talk. If you want to climb all four, from your first chat to your first AI automation, I built seven courses for exactly that, in order, inside my community. If you're interested, the link is in my profile. #aiautomation #aiemployee #aiagents #claudecode

Professor Glitch

45,900 просмотров • 1 месяц назад

Yes, indeed, this is lawlessness by any standard. Even by banana republic standards, this is still lawlessness. Your country has a constitution, it has a government, it has a police service, and it has a ruling party. I am sure you can see that some of the people there are actually wearing ruling party T-shirts. It is lawless regardless of whoever does it. It is an embarrassment to South Africa as a country, what you are doing and what you are encouraging people to do. Your country has an immigration service. If people are in your country illegally, they should be arrested and deported through lawful processes. You do not go around destroying property, tearing down markets, and attacking people. It is illegal regardless of whoever does it. It is not illegal because I have said so. It is illegal because the laws of your country make it so. This is vigilantism, pure and simple, and it is tainting the reputation of South Africa, not only across Africa but across the world. If you have got satellite television in your home, you can see that these actions are being reported everywhere. It is not good for your country. This kind of barbarism undermines the rule of law, fuels division, and damages South Africa’s standing as a constitutional democracy. It is the actions of a few that are tainting the reputation of many. The average South African is not mindless like this. They respect the law, and they respect the fact that among them, in their communities, there are people from other countries. If those people are in the country illegally, you report them and the law takes its course through proper processes of arrest and deportation. You do not descend into mob justice, lawlessness, and destruction. That is not who South Africans are, and it must not be normalised.
2:51

Yes, indeed, this is lawlessness by any standard. Even by banana republic standards, this is still lawlessness. Your country has a constitution, it has a government, it has a police service, and it has a ruling party. I am sure you can see that some of the people there are actually wearing ruling party T-shirts. It is lawless regardless of whoever does it. It is an embarrassment to South Africa as a country, what you are doing and what you are encouraging people to do. Your country has an immigration service. If people are in your country illegally, they should be arrested and deported through lawful processes. You do not go around destroying property, tearing down markets, and attacking people. It is illegal regardless of whoever does it. It is not illegal because I have said so. It is illegal because the laws of your country make it so. This is vigilantism, pure and simple, and it is tainting the reputation of South Africa, not only across Africa but across the world. If you have got satellite television in your home, you can see that these actions are being reported everywhere. It is not good for your country. This kind of barbarism undermines the rule of law, fuels division, and damages South Africa’s standing as a constitutional democracy. It is the actions of a few that are tainting the reputation of many. The average South African is not mindless like this. They respect the law, and they respect the fact that among them, in their communities, there are people from other countries. If those people are in the country illegally, you report them and the law takes its course through proper processes of arrest and deportation. You do not descend into mob justice, lawlessness, and destruction. That is not who South Africans are, and it must not be normalised.

Hopewell Chin’ono

80,872 просмотров • 6 месяцев назад

Britain needs a team of Samsons. Strong people. Serious people. Patriotic people. And at the front of that team, it needs a statesman who will not bend with the wind. The British people know what needs to happen. They want secure borders. They want lower taxes. They want Net Zero scrapped. They want the welfare bill reduced. They want working and middle-class people to be rewarded again. They want a government that puts Britain first. They want to feel safe when they are in public.
4:25

Britain needs a team of Samsons. Strong people. Serious people. Patriotic people. And at the front of that team, it needs a statesman who will not bend with the wind. The British people know what needs to happen. They want secure borders. They want lower taxes. They want Net Zero scrapped. They want the welfare bill reduced. They want working and middle-class people to be rewarded again. They want a government that puts Britain first. They want to feel safe when they are in public.

Ben Habib

13,965 просмотров • 5 месяцев назад

What does it mean to be a people-powered campaign? It means proudly having the support of tens of thousands of donors. These are the people who understand that I’ll always have your back. I’m the only candidate in the race who's always refused corporate money.
0:29

What does it mean to be a people-powered campaign? It means proudly having the support of tens of thousands of donors. These are the people who understand that I’ll always have your back. I’m the only candidate in the race who's always refused corporate money.

Katie Porter

13,302 просмотров • 7 месяцев назад

1/ Today we're introducing Breken, and with it the final job in software: production engineering. Your tests check what your team thought of. Production checks everything else. Today, your users run that second test for you. Breken runs it instead. Your real software, in worlds that behave like production, down to the chaos and the users, finding and fixing what breaks before a single user does. Here it is:
0:52

1/ Today we're introducing Breken, and with it the final job in software: production engineering. Your tests check what your team thought of. Production checks everything else. Today, your users run that second test for you. Breken runs it instead. Your real software, in worlds that behave like production, down to the chaos and the users, finding and fixing what breaks before a single user does. Here it is:

breken

2,211,549 просмотров • 23 дней назад

I created a free Markdown file that launches a 5-agent swarm team directly in Slack. I love Claude Code, but it's not the easiest place to manage your agents. Slack is where teams already work. So I put my agents there too. Drop the file in, and you get 5 agents, each with its own channel and job: • [Agent 1]: [what it does] • [Agent 2]: [what it does] • [Agent 3]: [what it does] • [Agent 4]: [what it does] • [Agent 5]: [what it does] You can assign work by messaging them like real employees, and they report back in the same threads. It's the closest I've found to running a real company with AI employees.
0:20

I created a free Markdown file that launches a 5-agent swarm team directly in Slack. I love Claude Code, but it's not the easiest place to manage your agents. Slack is where teams already work. So I put my agents there too. Drop the file in, and you get 5 agents, each with its own channel and job: • [Agent 1]: [what it does] • [Agent 2]: [what it does] • [Agent 3]: [what it does] • [Agent 4]: [what it does] • [Agent 5]: [what it does] You can assign work by messaging them like real employees, and they report back in the same threads. It's the closest I've found to running a real company with AI employees.

Miles Deutscher

25,762 просмотров • 24 дней назад

Lately I've been thinking a lot about mathematicians What does it feel like to be surpassed by AI? What does it do to your sense of self? Your beliefs about your work? About the future? So we found some of the world's best mathematicians and asked them A chronicle of a moment in history:
5:53

Lately I've been thinking a lot about mathematicians What does it feel like to be surpassed by AI? What does it do to your sense of self? Your beliefs about your work? About the future? So we found some of the world's best mathematicians and asked them A chronicle of a moment in history:

Rowland Manthorpe

66,825 просмотров • 1 месяц назад

Gavin McKenna says the Leafs’ new team celebration started in college as a team tradition, and he brought it to Toronto during training camp, with the rest of the guys picking it up ✋🫳 “We did it in college, and if someone did something cool or they’re a beauty, then you do that. I started doing it here with the guys, and it’s pretty cool to see it catch on. “It was a team tradition in college. Someone scored a nice goal in training camp, and I hit it. They were like, ‘What does that mean?’ And then they all caught on.” 🎥: Toronto Maple Leafs #leafs
0:52

Gavin McKenna says the Leafs’ new team celebration started in college as a team tradition, and he brought it to Toronto during training camp, with the rest of the guys picking it up ✋🫳 “We did it in college, and if someone did something cool or they’re a beauty, then you do that. I started doing it here with the guys, and it’s pretty cool to see it catch on. “It was a team tradition in college. Someone scored a nice goal in training camp, and I hit it. They were like, ‘What does that mean?’ And then they all caught on.” 🎥: Toronto Maple Leafs #leafs

Leafslatest

37,930 просмотров • 21 дней назад

Mike Macdonald on every player's sixth sense: they know who's full of crap. “Players know. What do they know? They know who’s fake. They know who’s a good coach. They know who the best players are. They know what the organization is like. They just know.” “If you go around trying to fool them, shame on you. You have no idea. They’re living it. Their livelihood is on the line.” “There’s something to be said for authenticity in the process. If it’s a real, honest process, you’re not trying to fool anybody. You’re not trying to pull a fast one.” “You actually understand what’s going to work, how your industry works and what your customer wants.” “You’re not going to fool your customer. Whoever you’re serving is going to know. You can go into a company or a restaurant and feel it. Do they really care about the customer?” “That’s a real thing.”
1:34

Mike Macdonald on every player's sixth sense: they know who's full of crap. “Players know. What do they know? They know who’s fake. They know who’s a good coach. They know who the best players are. They know what the organization is like. They just know.” “If you go around trying to fool them, shame on you. You have no idea. They’re living it. Their livelihood is on the line.” “There’s something to be said for authenticity in the process. If it’s a real, honest process, you’re not trying to fool anybody. You’re not trying to pull a fast one.” “You actually understand what’s going to work, how your industry works and what your customer wants.” “You’re not going to fool your customer. Whoever you’re serving is going to know. You can go into a company or a restaurant and feel it. Do they really care about the customer?” “That’s a real thing.”

Josh Chambers

46,459 просмотров • 3 месяцев назад

A new way of working. And a scary one at that. Memory Store is one of a group of new kinds of AI-first companies that can turn you into a Fast Company. I’m using several of them on my desktop and they are a dramatically new way to work. It builds a memory for: 1. Your AI agents. 2. Any employee using it. 3. The company itself. I sit down with founder Diwank Singh Tomer, Diwank Singh Tomer, who both freaks me out as well as shows how AI can radically help workers as well as managers. First, why does it freak me out? Well, his AI watches nearly everything a worker does and keeps a “memory” of it. It watches your email. Your calendar. Your Slack. And a whole lot of other things. This can really freak out workers if “forced” on them. And leads to a whole new set of security issues companies need to consider before adopting these things. Such data about a company could give a competitor a HUGE advantage, if leaked. They would know how a company “thinks.” It really is a surveillance system for employees and the company itself. OK, now why would anyone ever use such a thing? Because it gives employees super powers. It makes them more productive. Shows workers a lot of things about themselves, and helps them work and stay on task. It also gives the company super powers. Institutional memory stays with the AI now, even if an employee dies or leaves. As companies move to “AI First” approaches, they will increasingly see the value in companies like Memory Store. It prepares employees for meetings. It helps them remember things. It shows them what they should be working on, and helps them do it. Memory Store builds a memory for: 1. Your agents. 2. Your company. 3. Yourself, or any employee on it. This helps all three work better together. Diwank Singh Tomer and I go in depth about what it does and how deeply it improves working at a company that deploys it. But to get the ultimate benefits you gotta convince your coworkers to use it. And your managers to approve it. Which means you have to get over your fears and get everyone you work with over theirs too. Which will be the challenge for Diwank. Luckily for him his first customers are raving about how good it is and how much his platform helped their companies. Increases sales. Makes teams more productive. Decreases errors and unnecessary costs. Which tells me everyone soon will be using systems like this. This is what the new way of working looks like. Once I got over my fears it sure is an amazing way to work. Will you try working this way?
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A new way of working. And a scary one at that. Memory Store is one of a group of new kinds of AI-first companies that can turn you into a Fast Company. I’m using several of them on my desktop and they are a dramatically new way to work. It builds a memory for: 1. Your AI agents. 2. Any employee using it. 3. The company itself. I sit down with founder Diwank Singh Tomer, Diwank Singh Tomer, who both freaks me out as well as shows how AI can radically help workers as well as managers. First, why does it freak me out? Well, his AI watches nearly everything a worker does and keeps a “memory” of it. It watches your email. Your calendar. Your Slack. And a whole lot of other things. This can really freak out workers if “forced” on them. And leads to a whole new set of security issues companies need to consider before adopting these things. Such data about a company could give a competitor a HUGE advantage, if leaked. They would know how a company “thinks.” It really is a surveillance system for employees and the company itself. OK, now why would anyone ever use such a thing? Because it gives employees super powers. It makes them more productive. Shows workers a lot of things about themselves, and helps them work and stay on task. It also gives the company super powers. Institutional memory stays with the AI now, even if an employee dies or leaves. As companies move to “AI First” approaches, they will increasingly see the value in companies like Memory Store. It prepares employees for meetings. It helps them remember things. It shows them what they should be working on, and helps them do it. Memory Store builds a memory for: 1. Your agents. 2. Your company. 3. Yourself, or any employee on it. This helps all three work better together. Diwank Singh Tomer and I go in depth about what it does and how deeply it improves working at a company that deploys it. But to get the ultimate benefits you gotta convince your coworkers to use it. And your managers to approve it. Which means you have to get over your fears and get everyone you work with over theirs too. Which will be the challenge for Diwank. Luckily for him his first customers are raving about how good it is and how much his platform helped their companies. Increases sales. Makes teams more productive. Decreases errors and unnecessary costs. Which tells me everyone soon will be using systems like this. This is what the new way of working looks like. Once I got over my fears it sure is an amazing way to work. Will you try working this way?

Robert Scoble

26,285 просмотров • 6 месяцев назад